Ready to Promote an Employee Read This First

Ready to Promote an Employee Read This First If youve found the perfect person to take on more responsibility at your company, then its your responsibility to make sure theyre equipped to handle their new role. Many employees especially the development-oriented millennials expect their employers to train them as they climb the corporate ranks, but very few employers actually do. Be the company that defies expectations and actually offers employees the development opportunities and support they want. Of course, I understand that training programs are hard to get off the ground for many startups and small businesses. Thats why Id like to offer the following tips on helping employees move on up not out at your company1. Formalize Your Management TrainingThe promoted employee was hired for a specific position in other words, they probably werent hired to be a manager. Still, the employee probably took on more responsibilities over time at your company before becoming a full-fledged manager. In many cases, this type of gradual transition leaves no room for formal management training.Seventy percent employee learning happens on the job, which isnt necessarily a good thing The promoted employee may pick up management practices that dont align with your expectations.Fix This Dont wait for management mistakes to happen before you address them. Instead, be proactive. Write up a quick outline of your goals and expectations for the promoted employee. Be sure to include information like the scope of their authority, how they fit into the company structure now, and what you expect them to do when major challenges arise. All organizations are different, and regardless of how yours is structured, your new managers will appreciate clear guidance as they acclimate to theirnew roles.2. Encourage Delegation, bedrngnis DumpingWhen promoted employees transitioninto leadership roles, that mea ns a lot of the work they used to do will have to be delegated to others. Make sure new managers understand that delegating doesnt mean they can just dump their responsibilities onto someone elses shoulders.Rather, your new managers need to approach delegation in the same way that you approaching their promotion You are helping them adjust to their new roles, and they should be helping employees adjust to their newly assigned tasks as well. Continuous, social, peer-to-peer learning isincredibly important if you want your organization to run smoothly.Fix This Let newly promoted employees know that their previous roles arestill their responsibility until the ship is manned. This may seem like common sense, but promoted employees may forget it in the rush of excitement that comes with climbing the ranks. Make sure new managers are regularly checking in withand assisting the employees who have taken on their former duties.3. Assess the Promoted Employees ProgressPay attention tohow the employee is handling their new role. Have they taken the initiative to send you goals for their departments? Have they sought out management resources or tips? The latter may be hard to assess if its not coming up in conversation, but, eventually, youll be able to tell whether or not your new manager istaking steps to develop their skills.If departments arent improving, productivity isnt increasing, and employee morale isnt getting better by the day, then youll want to scrutinize the situation more deeplyto see if any real changes are being made.Fix This While its best not to come off as overbearing, you want to make sure the right person has been promoted. Youll be able to tell if your decision was a good one within the first few months. Be sure to watch out for the extremely excited employee who kicks it into high gear right at the start, only to burn out later on down the line. Remind your employees to maintain a steady pace, and keep your door open for any conversations your new managers may want to have.Have more tips for training new managers? Share them in the comments please

5 Steps to Build Your Brand as a TV Personality

5 Steps to Build Your Brand as a TV Personality5 Steps to Build Your Brand as a TV PersonalityIf you work onair at a television station, youve realized that the people who make the most money are the ones who have carved themselves a niche as a TV personality. Theyre the ones who are the most recognized people in your city. While it may have taken them years to position themselves as an irreplaceable TV personality, you can reach the same status by examining how you come across to viewers. Find a Look Everyone knows Gene Shalit from NBCs The Today Show by his curly hair and mustache. While an evening nachrichtensendung anchor wont likely be allowed to duplicate Shalits unique style, there are small changes you can make to create a longer-lasting impression with viewers. Retired ABC news reporter Sam Donaldson always wore red neckties. Decide whether theres something memorable you can do to your appearance. Major adjustments will have to be discussed with your managers, so your pl an to wear a fedora while delivering the 6 oclock news might get nixed. Find a Cause An easy way to create a loyal following is to adopt a charitable cause. An anchorwoman who survived breast cancer is likely beloved by the local breast-cancer-fighting foundation, even though she didnt plan to get cancer just to get more viewers. If a health-related charity isnt your thing, find a way to help public schools in a high-profile way. Parents take notice of people wanting to improve classrooms. Try to become the face associated with the cause. You and the charity will both benefit from the exposure. Find a Style The most legendary TV personalities have a style thats all their own. Think of Peter Jennings, David Brinkley, or Barbara Walters from ABC, Mike Wallace, Dan Rather, or Andy Rooney from CBS. These people are sometimes imitated on Saturday Night Live because they are so unique. While you shouldnt decide that you want to sound like Tom Brokaw while reading the news, look th rough your recent stories or newscasts to see if theres a thread that binds them together. Do you like to demonstrate something while on the air? Do you want to be known for asking tough questions? Those can be the building blocks for developing your on-air style. Find Your Place in the Community fruchtwein on-air people come and go so quickly that viewers dont even notice them. Thats why managers often dont invest money or promotion in people they think will be gone in two years. You can show them youre worth the money by inserting yourself into the community, especially when theres no TV camera around. Teach Sunday school at your church, join a civic club, or find a leadership class. You will accomplish two things Touch small groups of people in a meaningful way and show your bosses that you have a commitment to something other than finding your next job. Find Consistency This may be the toughest point to follow because on-air people are used to change. You have to learn t o pace yourself for the long haul. Its true that personalities like Oprah Winfrey found instant success on the national stage, but dig into their past and youll find it took a lot of hard work to get them there. Volunteering at the humane society one day a month wont turn you into an overnight TV personality. If you are truly interested in making an impact in your city, you have to dedicate your personal time and be patient while awaiting the payoff. It never hurts to remind your bosses of how you spend your off time.